Developing executive and IT talent to strengthen the foundation for growth strategies
First written in FY2016. 7 of 17 entries say "Advanced", first in FY2017. Latest entry: FY2026.
1 other company's latest entry also says "Other".
- FY2026Continued workforce reductions in HR TechnologyAnnual report
「The consolidated fiscal year includes ¥18,369 million in employee benefit expenses associated with workforce reductions of approximately 1,300 employees, equivalent to approximately 6% of segment employees, in the HR Technology business.」
In the HR Technology business, the company also carried out workforce reductions of approximately 1,300 employees, or approximately 6% of segment employees, in the fiscal year ending March 2026, and recognized an expense of ¥18,369 million. - FY2026-H1Workforce reductions and efficiency measuresAnnual report
「Progress was made on management efficiency measures in the United States, Europe and other regions, including the workforce reductions announced in July this year.」
The company stated that management efficiency measures, including the workforce reductions announced in July, were progressing in the HR Technology business. - FY2025AdvancedAnnual report
「For each position, we define the required duties and talent profile, select short-term and medium- to long-term candidates, identify their strengths and development needs, and discuss development plans. We accelerate these initiatives by reviewing progress in development once a year.」
Regarding the development of management talent, the company specified a succession process involving the definition of requirements for each key position, candidate selection, development plans and an annual progress review. - FY2024Continued decline in consolidated employee headcountAnnual report
「The number of employees decreased by 7,120 from the end of the previous consolidated fiscal year. This decrease was mainly due to workforce reductions announced in March 2023 by a subsidiary of the HR Technology business and a change in the headcount methodology for regular dispatched employees at certain subsidiaries of the staffing business.」
The consolidated workforce decreased by 7,120 from the end of FY2023 to 51,373. The company attributed this to workforce reductions and a change in the headcount methodology. - FY2024-Q3Continued decline in consolidated employee headcountAnnual report
「The number of employees decreased by 6,591 from the end of the previous consolidated fiscal year. This decrease was mainly due to workforce reductions announced in March 2023 by a subsidiary of the HR Technology business and the standardization of the staffing business's headcount methodology in Japan and overseas to exclude regular dispatched employees.」
The consolidated workforce decreased by 6,591 from the end of the previous consolidated fiscal year. The company attributed this to workforce reductions in the HR Technology business and the standardization of the staffing business's headcount methodology, with the decline continuing. - FY2024-Q2Continued decline in consolidated employee headcountAnnual report
「The number of employees decreased by 6,552 from the end of the previous consolidated fiscal year. This was mainly due to workforce reductions announced in March 2023 by a subsidiary of the HR Technology business and the standardization of the staffing business's headcount methodology in Japan and overseas to exclude regular dispatched employees.」
The consolidated workforce decreased by 6,552 from the end of the previous consolidated fiscal year. The company attributed this to workforce reductions in the HR Technology business and the standardization of the staffing business's headcount methodology, marking a further decline from the previous quarter. - FY2024-Q1Decline in consolidated employee countAnnual report
「The number of employees decreased by 6,459 from the end of the previous consolidated fiscal year. This was mainly due to workforce reductions announced in March 2023 by a subsidiary of the HR Technology business and the standardization of the staffing business's headcount methodology in Japan and overseas to exclude regular dispatched employees.」
The consolidated workforce decreased by 6,459 from the end of the previous consolidated fiscal year. The company attributed this to workforce reductions in the HR Technology business and a change in the staffing business's headcount methodology. - FY2023AdvancedAnnual report
「As of 1 April 2023, women accounted for 49.8% of the Group's indefinite-term employees, 39.1% of managers and 22.0% of senior managers.」
Regarding human capital and talent development, the company disclosed that, against its target of approximately 50% women at each level by the fiscal year ending March 2031, the actual figures as of 1 April 2023 were 49.8% of indefinite-term employees, 39.1% of managers and 22.0% of senior managers. - FY2023-Q3AdvancedAnnual report
「The number of employees increased by 6,757 from the end of the previous consolidated fiscal year. This was mainly due to the expansion of the workforce to support growth in the HR Technology business, as well as the inclusion of overseas part-time employees in the staffing business headcount and an increase in regular dispatched employees in Japan.」
The consolidated workforce increased by 6,757 from the end of the previous consolidated fiscal year. The company attributed this to workforce expansion for growth in the HR Technology business and an increase in employees in the staffing business. - FY2022AdvancedAnnual report
「Specifically, at the Company and Recruit Co., Ltd., the company overseeing the Media & Solutions SBU, we manage talent centered on the Mission Grade system, which defines roles based on expectations for employees' potential; Will-Can-Must Management, which connects skills development and the achievement of missions starting from each individual's aspirations; and the Talent Development Committee, which discusses development policies for each employee.」
Regarding the strengthening of human capital, the company described specific mechanisms for talent development and the delegation of authority, including the Mission Grade system, Will-Can-Must Management, the Talent Development Committee, Indeed University and unit management. - FY2022-Q3RestatedAnnual report
「The number of employees continued to increase as we continued recruiting talent involved in developing new products and technologies.」
In the HR Technology business, the company continued recruiting talent to support the development of new products and technologies, and stated that the number of employees continued to increase. - FY2021AdvancedAnnual report
「Under our succession planning process, based on our management strategy, we define the appropriate governance structure and the required talent profile, then formulate development plans for potential successors with a view to the timing of changes in current officeholders and monitor their progress.」
Regarding the development of management talent, the company explicitly described development plans and progress monitoring for potential successors in anticipation of succession to the CEO and other positions. - FY2020AdvancedAnnual report
「We determined that it would be optimal to consolidate at one company the diverse talent and business operating expertise cultivated by each company to date, creating an organization able to focus on enhancing the value and growth of the entire company. Going forward, while strengthening governance and management, we will enhance our ability to rapidly develop the products required in each market and deliver them quickly, as well as strengthen the development of the talent supporting these efforts, thereby creating new value and developing and strengthening businesses that will drive our future.」
In connection with the organizational reorganization of the Media & Solutions business, the company explicitly identified the consolidation of diverse talent and expertise and strengthened talent development as foundations for growth. - FY2019RestatedAnnual report
「A committee that deliberates on development themes, positions and development status for the Group's core talent who may potentially be appointed as officers in the future」
The company continues to deliberate on the development, placement and development status of core talent through the Talent Development Committee. - FY2018-Q3RestatedAnnual report
「We resolved to undertake an organizational reorganization of the Group, including a company split.」
The company is reaffirming its policy of proceeding with organizational reorganization to expand its businesses by strengthening the supervisory functions of each SBU, while also developing the next generation of management talent. - FY2017AdvancedAnnual report
「The Talent Development Committee, which includes the Company's executive officers, deliberates on development themes, positions and development status for the Group's core talent who may potentially be appointed as officers in the future.」
Regarding the development of management talent, the company described a structure in which the Talent Development Committee deliberates on the development, placement and progress of core talent. - FY2016First statedAnnual report
「To achieve long-term growth in this environment, we will also actively pursue the development of management talent from a long-term perspective, the development of IT talent to create and deliver new value, and the strengthening of our governance structure as the foundation for accelerating these growth strategies.」
The company treats management talent, IT talent and governance as an integrated foundation for long-term growth.